Hogan HPI

The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance.The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.

The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life.

Whether you are implementing organisational assessment processes or enhancing your executives’ development, the HPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.


  • Selection
  • Career Pathing
  • Promotion and Succession Planning
  • Individual Development and Coaching
  • Team Development

 Key Features

  • A measure of normal personality used to predict job performance based on the 5 factor model
  • Normed on over 500,000 working adults globally and validated against all major industries
  • Multiple language on-line test items and instant report output with 24hr availability
  • No invasive question items, no adverse impact, validated in over 100 organisations on working adults
  • 15- to 20-minute completion time
  • Validated on more than 200 occupations covering all major industries
  • No invasive or intrusive item
  • A modern tool specifically developed for business measuring core personality characteristics
  • A tool that can be applied tactically and strategically across an organisation for all levels
  • Flexible implementation across international boundaries with various report options
  • A trusted and reliable tool, known for scientific rigour
  • No adverse impact


Complete this form to receive information on the HPI Assessments

Contact Us

+44 (0)1327 437000

Advanced People Strategies Ltd
Mulberry House
Lamport Drive
NN11 8YH

Sample Reports

HPI Scales

The HPI has 7 primary scales and 42 subscales. Data is presented in terms of percentiles, where scores indicate the proportion of the population who will score at or below the participant. Interpretation of the HPI results is job specific. Scales that are more successful or effective in one job may be detrimental in another job.

Low Scores:

Open to feedback, candid and honest, moody and self critical

High Scores:

Calm, steady under pressure, resistant to feedback

Low Scores:

Good team player, willing to let others lead, complacent

High Scores:

Energetic, competitive, restless and forceful

Low Scores:

Good at working alone, quiet, socially reactive

High Scores:

Outgoing, talkative, attention-seeking

Interpersonal Sensitivity
Low Scores:

Direct and frank, willing to confront others, cold and tough

High Scores:

Friendly, warm, conflict averse

Low Scores:

Flexible, open-minded, impulsive

High Scores:

Organised, dependable, inflexible

Low Scores:

Practical, not easily bored, un-inventive

High Scores:

Imaginative, quick-witted, poor implementer

Learning Approach
Low Scores:

Hands-on learners, focused on their interests, technology averse

High Scores:

Interested in learning, insightful, intolerant of the less informed

Occupational Scales

Service Orientation

Being attentive, pleasant and courteous to customers

Stress Tolerance

Being able to handle stress, even tempered, calm under fire


Honesty, integrity and positive organisational citizenship

Clerical Potential

Ability to follow directions, pay attention to detail and communicate clearly

Sales Potential

Energy, social skills and the ability to solve problems for customers

Managerial Potential

Leadership ability, planning and decision-making skills

5 Factor Model

5 Factor Model